A skills map that keeps itself up to date, levels everyone understands the same way, and the gap between the job held and actual skills, visible at a glance.
I want a demoThe framework is built from your job descriptions. Skills are linked to jobs, assessments to people, and the gap appears on its own.
The internal skills view by employee displays the entire available framework, with filters and sorting by column. You no longer search, you filter.
A job description holds the expected skills. It can be duplicated in full to create a variant, and skills can be imported from one description to another.
Two complementary views: how skills evolve over time, and a comparison between the skills held and those expected for the job.
Who can do what, and at what level. Filters identify employees by level of expertise in a field, which helps both to staff an assignment and to spot a skill held by only one person.
This is what makes most skills frameworks fail: each assessor applies their own scale, and the skills map becomes unusable.
A dedicated window describes each proficiency level in detail, available from the assessment screen and from the skill record. Assessor and employee read the same definition.
The assessment system offers conditional question types depending on the module used, and the option to assess skills is enabled where it makes sense.
A skill assessed with no follow-up is of no use. Skills assessment is built into reviews campaigns, and the needs that emerge feed directly into the skills development plan. The loop closes with no re-entry.
Seeing the gap between their job and their skills, and how it evolves
Assessing against defined levels, not gut feeling
Starting from the job description, duplicating and importing rather than re-entering
More about skills management
Almost every company has already attempted a skills map. Many have given up. The scenario is always the same: an ambitious spreadsheet built over three months, filled in once, never updated, and unusable after a year because nobody remembers what a level 3 was worth.
Two causes come up every time. The first is the cost of updating: if refreshing the skills map requires a dedicated campaign, it only happens once. The second is the lack of a common scale: each assessor applies their own, scores are not comparable, and the decisions based on them turn out to be wrong.
The answer comes down to two mechanisms. First, tie assessment to a moment that already exists, the individual review, rather than creating a new one. Second, document each proficiency level so that the score means something.
Building a framework person by person never converges. Starting from job descriptions gives a finite structure: each job holds the expected skills and their level, and employees are compared against it. The description can be duplicated in full to create a variant, which avoids starting from scratch for each version.
The benefit then becomes clear: the view comparing skills held with those expected shows where the gaps are, job by job. That is what lets you decide between training in-house and recruiting.
An up-to-date skills map supports three concrete decisions. Internal mobility, by identifying who could fill a job that opens up. The training plan, by prioritising the gaps that really matter. And the management of mandatory certifications, where a gap is not a development issue but a compliance one.
Finally, tracking progress as a chart gives a reading that tables do not: the real progress of teams across several campaigns.
Nicoka HRIS is developed and hosted in France. To go further: reviews and assessments, training, talent and retention.
Bring your job descriptions and your proficiency scale. We will show you the skills map, the gaps by job and the link with the training plan.
I want a demo